Diversity Management: Importance, Challenges and Strategies for Kasr Airlines

The concept of diversity management has gained significant importance in recent years. Kasr Airlines needs to focus on diversity management to resolve management issues. Proper planning, training, and development sessions are required to encourage employees to work together. The HR department should work effectively to establish communication among different groups of working individuals. The company needs to introduce and implement policies that focus on the concept of an inclusive workplace. The management needs to consider top-down attitude while making organizational plans.

Diversity management
Assessment 2
Part A
Strategy consultant
Introduction
The concept of diversity management has gained significant importance in recent years
following the time of globalization. Organizations operating in the international platform
needs to consider and employ diversity management in an effective manner. Its chief concept
is to uphold differences of individuals within the management. Instead of rejection and
discrimination, it shows appreciation of diversity in terms of individuality, culture, religion,
beliefs and customs, background, social background, sexual orientation, ethics and so on. It
stresses on just and fair management policies and skills. It motivates employees to contribute
towards organizational goals and objectives. Diversity management enhances productivity,
benefits and morale.
1. Considering the case scenario, Kasr Airlines need to focus on the diversity management. It
is not sufficient to employ a single policy highlighting that organization must be respectful to
individual differences. The scenario of the company shows that employees are intolerant with
each other, communication is poor. Among working members belonging to different cultures,
communication is scarce, often difficult to continue. Employees do no communicate between
themselves apart from the requirement. Each department are confined to their own space.
Discrimination practice is present in the workplace (Ashikali& Groeneveld, (2015).
2. It is important to mention that diversity management is challenging to maintain. However,
with proper strategies, the company can resolve its management issues. Employees come
from different socioeconomic and cultural backgrounds. The organization needs to
understand acknowledge the fact. As per the opinion of Harvey& Allard, (2015),
organizational approach has the potential to influence or impact overall employee attitude and
perspective regarding diversity. It is essential for the company to conduct and in-depth study
about its management, the issues present in the system. Strategic planning is required
accordingly. Kasr company needs to provide training and development sessions to its
employees about diversity management and its benefits to achieve organizational objectives.
The management needs to encourage employees to work together in various projects. Instead

of criticising differences, employees should focus on the positive aspect and embrace
diversity.
3. The management needs to give respect and treat every working individual equally
irrespective of individual differences. Considering the theory of similarity-attraction, people
with similar interest, mind set tend to form better relationship and communicate. It is the
responsibility of the managers and team leaders to manage diversity among different working
members. The management should focus on creating work scope which encourage employees
to communicate and interact with each other. For the purpose, the HR department needs to
work in an effective manner. The HR should make effort to have information about
employees to have clear understanding about employees. Cultural programs can be organized
to provide opportunity to employees to have better understanding about each other. The case
study shows that the company operates in 50 countries, each company branch possesses
different work culture, environment. Considering the factor of communication, the company
need to create scopes where employees belonging to different cultures come together, share
and exchange respective views of each other to have better perspective about culture
difference, enhancing similar opinion regarding company goals in the process.
Management consultant
1. Diversity management is required in every organization irrespective of company size. The
first and foremost factor which needs attention is proper planning for the purpose. The
company should conduct an internal analysis, such as SWOT analysis. The context of the
SWOT analysis shows that the company has the potential for experiencing its business goals.
Quality is considered as the chief objective of the company. Kasr airlines is known for its
product. The company operates on international platform and runs in 50 countries. The
scenario shows that the company has been able to experience success to a significant extent.
The weakness shows that it is unable to conduct diversity management. Relationship between
different management groups, is poor. Employees are immersed in conducting respective
assigned activities, however does not communicate with other employees or departments
regarding the work. The concerning issue, in the airlines company such as Kasr airlines
continuous interaction among employees and work departments are necessary. In terms of
opportunity, the company possess the potential to improve diversity management, however it
is essential to certain planed action for the purpose. Considering threat, there are several
airlines company which are giving tough competition to the concerned company.

2. It is necessary to mention that the company introducing change in the management is
difficult as Kasr employees are resistance to change. Employees need to have the insight
about necessity for the change process. The given scenario shows that employees are divided
into 50 teams each with a supervisor. The company needs to conduct training and education
sessions for supervisors to make them understand the importance of change. Hereafter,
supervisors who shows interest would be assigned with the responsibility of conducting the
change in respective teams. It is observed in the case study that work relationships across and
within teams are unstable and incoherent.
3. Effort is required to establish and strengthen work relationship. Encouraging team shuffle
is a good strategy to increase familiarity with fellow work members. On the other aspect,
staff members need to have proper instruction and guidance concerning work responsibility.
It is important to mention that all employees need to have the sense of belonging to the
company. Longitudinal and horizontal communication is important to fulfil company goals
and objective in an effective manner. However, it would be difficult to achieve success if
there is incoherence and lack of communication among the different work groups.
4. 4. The change management would be time consuming as it would strive to change the work
culture. The primary step is to assess the current management scenario of the company.
Following the internal investigation, areas which require immediate attention, the
management should deal with the concerned urgency. It is expected that the time taken for
actualizing the change would require minimum 8 months. The key reason is, initiating change
within thinking perspective and attitude is difficult. Management of every work culture need
to work together to ensure their employees are showing considerate towards other.
Operations consultant
1. The Kasr airlines shows diversity management. However, the company needs to give
considerable amount of emphasis on the concerned management to experience development
and improvement. Like many organizations, the company fails to promote diverse workforce.
Most working members of the company shows unwillingness to conform to the norm of
diversity while some employees find it uncomfortable to socialize with employees belonging
to different social and cultural background.
2. In order to increase effectiveness of diversity management, the Kasr company need to
consider certain steps.

2.1 Diversity behaviours and management’s role. The given scenario shows that management
shows behaviour of discrimination. For instance, an individual with disability is considered
unfit for the assigned work even if he/she possess more talent and skill than the follow
employee without disability. Such discrimination behaviour limits the scope of opportunity
for the disability individual, hindering overall potential of the organization. The management
needs to acknowledge the individual’s talent instead of focusing on the weakness. In some
instance, fellow employees show excessive sympathetic attitude, doubts the potential of the
individual with disability. This in turn affects the individual’s confidence to perform assigned
work. The company needs to change this discriminatory behaviour. Every individual should
have equal treatment and respect irrespective of disability.
2.2 The company should make the effort to introduce and implement policy which would
focus on the concept of inclusive workplace. This suggests that the company should be
considerate towards diversity present throughout the company. The policy should have rules
and regulations applicable for all working members despite difference in designation and
work department.
3. Management training should be provided to employees to encourage positive behaviour
concerning ‘diversity behaviour’. According to the statement of Trittin&Schoeneborn,
(2017), diversity behaviour refers to attitude, power sharing and communication. For
example, employees should have mutual respect and appreciation. While decision making,
every member taking part in the process should possess equal opportunity and scope shape up
the decision concerning business. Despite having conflicts of opinion, emerging difference,
employees need to have broad mind to understand and consider varied perspectives. It is
essential to give importance to cooperation and communication to observe positive impact of
diversity management.
4. Relationship between employees with disabilities and management is necessary, it is
critical to experience inclusive work environment and culture. The concerning issue is, in
most case the relationship between the concerned two parties tends to be uncertain and poor.
The Kasr company management needs to change its existing attitude.
5. It should be said that employees need to work together as a single entity. The management
needs to offer scope to employees to acquire knowledge about other culture, work system
present, within the various branches of the company. The management needs to motivate
employees to help and assist each other for the purpose. On the other aspect, the higher

management officials of the company need to be broad minded and cooperate. They should
take initiative to give guidance, instruction to subordinate and junior employees.
Human resources consultant
The human resource department is responsible for dealing and managing employee related
issues. As per the statement of Benschopet al. (2015), the particular department acts as the
communication bridge between the employees and higher officials of the company. The
presented scenario of the case study shows that the company’s higher officials to not have
much connection with subordinate and junior employees who are responsible for conducting
different organizational functions and operations. Hence, the management needs to make
effort to establish and strengthen work relationship between the two parties.
It is essential to construct a planned framework; this would be helpful for having a clear
direction concerning the steps necessary for ensuring change in the management. For
instance, the chief objective of the company should be to enhance diversity in the workplace,
improvement of relationship among different working members belonging in different job
position. Training and development sessions should be provided to employees who are
required to go to another work place among 50 operating branches. For instance, Australian
employee visiting China’s workplace should have fundamental knowledge of the latter’s
work culture, lifestyle, mind set and such. Contact and communication should be encouraged
across and in each subsidiary (Dreachslinet al. (2017).
Discrimination due to cultural and social differences tend to occur frequently, this in turn
affects the work relationship in a significant extent. It is important to note that employees
want acknowledgement and recognition to conduct better performance in their respective
work space. The management needs to consider this aspect. Appraisal should be provided to
employees who show good performance without being biased. In other words, appraisals and
rewards should be given on the basis on skill and performance irrespective of individual
differences.
The management needs to consider top-down attitude. This suggests that top management is
required to be conscious and careful while conducting certain actions. For example, It is
necessary to be fair and just while determining potential of suitable candidates for hiring
process. The higher management officials need to have increased knowledge and insight
about the entire management process, legal and business aspects (Singal& Gerde, (2015).
They are significantly responsible for giving direction, assessing and monitoring overall

condition of the management. While making organizational plan, having an inclusive work
environment, teamwork, resolution of work conflicts needs attention.
While making plan, giving importance on existing work culture, issues and conflicts among
different employees and departments, incoherence among staffs’ high management officials
require attention. Employees who are sociable should have the opportunity to make contacts
and understand in detail about work diversity. The HR department should strive to establish
communication among different groups of working individuals. Communication is
considered an important tool for reducing negative professional attitude and creating positive
contact with fellow individuals. While considering development initiatives, the company
needs to conduct special programs for employees belonging to minority culture and language
group (Klarsfeldet al. (2014). This approach would be helpful for the concerned people to be
comfortable and adapt to varied workforce.
Part B
Power point presentation

Reference list
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